Aljohani Khalid Abdullah, Alomari Omar
Dr. Khalid Abdullah Aljohani, Department of Nursing,, Taibah University, Madinah 41311, Saudi Arabia, aljohani.
Ann Saudi Med. 2018 Mar-Apr;38(2):140-142. doi: 10.5144/0256-4947.2018.140.
Nurse turnover is a critical challenge for healthcare organizations as it results in a decreasing nurse/patient ratio and increasing costs.
Identify factors influencing the termination of Filipino nurses in Ministry of Health (MOH) hospitals and record nurse recommendations to improve retention.
Cross-sectional.
Data was gathered from a convenience sample of Filipino nurses with previous experience in MOH hospitals in Saudi Arabia who attended recruitment interviews at the Saudi employment office in Manila.
The sample included 124 nurses. Major turnover factors included low salary (18.3%), low nurse/patient ratio (15%), end of contract (14.5%), discrimination (13.5%), and bad accommodations (9%). Suggested areas of improvement included financial motivations (34%), administration support (25%), quality of life (25%), and work environment (16%).
Managing nurse turnover can be implemented on the organizational as well as at MOH levels. The recommendations given by the participants provide direct targets to improve retention.
With convenience sampling, the sample is probably not representative of the Filipino nursing population.
None.
护士流失是医疗机构面临的一项严峻挑战，因为这会导致护士与患者的比例下降以及成本增加。
确定影响菲律宾护士从卫生部（MOH）医院离职的因素，并记录护士提出的关于提高留用率的建议。
横断面研究。
数据收集自曾在沙特阿拉伯卫生部医院工作过、并在马尼拉沙特就业办公室参加招聘面试的菲律宾护士的便利样本。
样本包括124名护士。主要的离职因素包括薪资低（18.3%）、护士与患者比例低（15%）、合同到期（14.5%）、歧视（13.5%）和住宿条件差（9%）。建议的改进领域包括经济激励（34%）、行政支持（25%）、生活质量（25%）和工作环境（16%）。
管理护士流失问题可在组织层面以及卫生部层面实施。参与者给出的建议为提高留用率提供了直接目标。
采用便利抽样，该样本可能不具有菲律宾护士群体的代表性。
无。
